The first 90 days shape an employee's entire tenure. For remote hires, thoughtful onboarding is even more critical. Here's a framework that works.
Week 1: Technical Setup & Orientation
Ensure all tools and access are ready before day one. Assign an onboarding buddy and schedule introductory calls with key stakeholders.
Nothing derails a new hire's momentum like waiting for account access. Pre-provision everything. Send equipment early. Have their workspace completely ready.
Weeks 2-4: Role Immersion
Provide clear expectations and early wins. Review documentation, shadow team meetings, and begin contributing to low-stakes tasks.
The goal is building confidence through small successes. Assign tasks that can be completed independently while still requiring enough interaction to build relationships.
Months 2-3: Building Autonomy
Gradually increase responsibility. Regular check-ins with managers should focus on removing obstacles and providing context.
Watch for signs of isolation. Remote employees may not signal when they're struggling. Proactive check-ins and explicit permission to ask "silly questions" help surface issues early.
Day 90: Reflection & Planning
Conduct a structured review. Celebrate achievements, address gaps, and co-create a development plan for the next quarter.
This is also the time for mutual feedback. What worked in onboarding? What was missing? Their fresh perspective can improve the process for future hires.
